HR Business Partner - Manufacturing Operations

Location

This position will be onsite at our warehouse in Allen, Texas (Dallas-Fort Worth area).

Full-time W-2 ONSITE opportunity (not remote)!

Work Eligibility:

• Candidates must be legally authorized to work in the United States without requiring employer-sponsored visa sponsorship now or in the future.
• Candidates must have permanent work authorization in the United States. Sol-Ark does not provide visa sponsorship, including but not limited to F-1 CPT, F-1 OPT (including STEM OPT), H-1B, or any other employment-based visa requiring future sponsorship.

About the Position

We are seeking a business partner to serve as the primary onsite HR business partner to manufacturing and operations leaders and employees at Building 915. Strengthen the transition from reactive, transaction-focused HR support to proactive, business-oriented workforce management.

Apply sound employee-relations judgment, operational insight, data analysis, supervisor coaching, and practical change management to improve management decisions and employee experience. In a growing, startup-like operating environment, this is a build-and-improve role: assess gaps, establish clear practices, implement changes, and embed repeatable processes rather than maintain the status quo.

Responsibilities

Employee relations, performance management,and employee support

• Build accessible, trusted relationships withemployees and frontline supervisors; surface concerns early, respond promptly,and follow cases and action plans through documented closure.
• Lead substantive employee-relations work,including fact-finding, investigations, conflict resolution, corrective-actionconsultation, and sensitive conversations; act objectively, maintainconfidentiality, and escalate appropriately.
• Advise supervisors on attendance, performancestandards, coaching, documentation, corrective action, and consistentapplication of employment policies while preserving line-managementaccountability.
• Identify patterns in complaints, employeefeedback, engagement check-ins, turnover, and repeat performance issues;investigate root causes and partner with operations leaders on practicalpreventive actions.

Operations partnership and supervisoryeffectiveness

• Partner with manufacturing leaders across atwo-shift operation to understand production and staffing demands, workforcetrends, leadership capability, engagement, and retention risks.
• Translate operating objectives and workforcedata into practical recommendations; influence decisions and constructivelychallenge inconsistent or ineffective management practices, without takingownership away from line leaders.
• Coach and mentornewer supervisors in performance conversations, expectations, feedback,conflict management, motivation, and employee communications; identify skillgaps and coordinate structured development with the Training & DevelopmentSpecialist.

HRprocess improvement, governance, compliance, and change

• Assess HR and workforce-management workflows;identify manual rework, gaps, and recurring exceptions; document clear standardoperating procedures, accountabilities, decision criteria, and controls thatsupervisors actually use.
• Work with HR Operations and other functionsto reduce fragmented system handoffs, duplicative administration, inconsistentrecords, and unnecessary labor-intensive steps, while improving data qualityand process reliability.
• Support consistent compliance with employmentlaws, policies, documentation, investigations, and recordkeeping; identifyemerging risks and partner with HR leadership or counsel on complex matters.
• Execute people-process changes end to end:define the problem and sponsor, develop a practical plan, pilot and trainaffected groups, address resistance, communicate expectations, monitoradoption, and reinforce sustainable use.

Workforce development, communications, andanalytics

• Identify onboarding, workforce training,performance review, and succession-readiness gaps; partner with Training &Development to develop frontline programs and assess application on theproduction floor.
• Analyze workforce metrics in Excel and HRsystems - including turnover, absenteeism, case aging, repeat issues,supervisor follow-through, and process cycle times - to identify root causesand recommend measurable improvements.
• Prepare concise PowerPoint presentations,dashboards, reports, and supervisor-facing materials that explain evidence,operational impacts, recommendations, and progress to management audiences.

Scaling and startup-style operatingenvironment

• Operate effectively in an entrepreneurial,high-growth manufacturing business where priorities change quickly, systems maynot yet be integrated, and documentation or management routines may beincomplete. Balance urgent daily needs with the disciplined construction ofscalable practices.
• Work independently and cross-functionallywith limited administrative support; prioritize by business impact, takeownership of implementation, and follow improvements through to sustainedadoption.

Required Qualifications:

• Minimum five years of progressive HRgeneralist or HR business partner experience in manufacturing, industrialoperations, distribution, or another operations-intensive environment with ashift-based workforce.
• Demonstrated success handling complexemployee relations, investigations, performance management, managementcoaching, policy interpretation, and employment-compliance matters withdiscretion and consistent judgment.
• Proven examples of personally developing orimproving HR procedures or workforce processes, implementing them withmanagers, and producing observable operational improvements rather thanmaintaining existing practices alone.
• Strong commercial and operational judgment,analytical thinking, presentation ability, and experience influencingsupervisors and leaders through data, sound reasoning, and practicalrecommendations.
• Advanced working proficiency in Microsoft365, particularly Excel, PowerPoint, Word, Outlook, and Teams; ability toindependently produce reliable analysis, presentations, and executive-readydocumentation.
• High emotional intelligence, composure,discretion, credibility, and the ability to influence without formal authority;comfortable navigating ambiguity, conflicting priorities, difficultpersonalities, and resistance to change.
• Ability to work primarily onsite, withschedule flexibility to provide occasional early-morning or late-eveningcoverage aligned with operating shifts.

Preferred Experience:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related discipline.
• Track record supporting supervisor development, employee engagement, retention, workforce training, organizational effectiveness, and practical business-partnering initiatives.
• Experience with HRIS, payroll, PEO-connected processes, process mapping, change management, and workforce reporting; PHR or SHRM-CP certification is a plus.
• Demonstrated potential to grow beyond a traditional HR generalist role into broader business partnership, organizational development, and talent-management responsibility.
• Experience supporting a startup-like, entrepreneurial, rapidly scaling, or actively transforming manufacturing operation where HR and management systems were being established or professionalized.

Benefits

We offer a competitive salary and performance-based bonus program, medical, dental, vision, accidental, FSA, HSA, Paid Time Off (PTO), and 401(k).

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